Hiring-Lessons-From-Steve-Jobs

Khushboo Kaushik is Content Manager at CareerBuilder India. Her expertise of writing can be uncovered in areas- Employer Branding, Recruitment Trends, Employee Engagement, Tech in HR. Also, a lover of poetry & art. Reach out to her at n.linkedin.com/in/khushboo-kaushik-4b525a102

In 1976, Apple was conceived in a garage as the foremost entrepreneurial venture initiated by Steve Jobs. The street that Steve walked to make the richest organization on the planet clearly reveals what all it takes to achieve real success.

Born in San Francisco, California, on February 24, 1955, life for Steve was not easier. He was an adopted son of Paul and Clara Jobs who named him ‘Steven Paul Jobs’. Paul taught Steve about how to work on electronics in their family garage, which eventually resulted in Steve becoming more interested in experimenting with electronics. All the efforts and dedication that made a young guy ‘The Steve Jobs’ never compromised on bringing the right people who can work with him collectively to make the company bigger than each passing day.

He believed that hiring was the most significant thing he did. Steve personally interviewed 5,000 candidates and successfully managed his employees during their entire tenure. With his creative brilliance to design and launch products, Steve Jobs also provided the bits of wisdom on how to hire, retain the best talent and become a successful entrepreneur than simply being an employer.

Hiring Lessons from Steve Jobs

Hiring-Lessons-From-Steve-Jobs

  • Hire only The A-players

Steve Jobs was always known to be an intolerant and tough with people around him. His desire to work with only the best often led him into critical reviews. However, his energy to boost the Apple workers with a standing enthusiasm and a conviction that they could achieve what seemed to be unachievable has left inspirational tips for employers who want to become successful entrepreneurs today. His ‘A-players’ or top executives strived to work harder with perseverance and stayed loyal to Apple as compared to those employees working at other brands led by ‘kind and gentle bosses’. Steve’s amazing trait of providing attention to detail was revealed in how mindfully he gathered a workforce of best most, talented employees.

  • Engage with Face-to-Face Meetings

In spite of being a habitant of the digitalized world, Steve was a solid believer of face-to-face meetings. The aim was to engage people personally rather through formal presentations, which he never adored.

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He always used to gather his executives or even clients for face-to-face meetings which were never planned. Steve along with his marketing and advertising team used to gather at a venue and have personal meetings, which motivated him each time during his lectures. Recruitment being a vital part of the HR process, was also strategized, organized, and scheduled without any formal agenda. No wonder why recruiters at Apple always seemed enthusiastic and organized.

  • Success comes with perseverance

One of the biggest reasons behind the success of Steve Jobs is that he was a perseverant individual. Without believing in failures, Steve only had firm faith in his journeys, which helped him come up with new ideas. After being fired from Apple in 1985, he founded NeXT and Pixar, which also failed. However, his spirit and positive attitude never ceased him from switching onto new thoughts that kept him successful for ages.  He once said in an interview held in 1995, “I am pretty convinced about half of what distinguishes the successful businessmen from the non-successful ones is persistence and perseverance.”

Employers often get disheartened when their business does not result the way they envision. Recruiters become frustrated with poor or no hires. The key is to persevere till you achieve success and become distinct than your competitors.

  • Let The Customers Run After You

Steve Jobs simply overlooked the saying of giving the customers what they want. Instead, he believed in creating something so ultimate and different that it becomes irresistible for the consumers and then tell them this is what they were looking for. His unique ideology turned out to be successful when in the era of already-using MP3 players market, he launched ‘iPod’ as a revolutionized initiative to draw the attention of the prospective buyers.

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Creating a brand presence is easy but maintaining it is challenging. When you have established your employer brand, it is about finding employees who could sustain the brand. If the brand becomes a competitor, throw something new and things will change. If the recruitment strategy becomes common, come up with a new and unique one. The lesson is not diverging from your goal but re-inventing strategies that keep you successful as a brand.

  • Devise a Strong Recruitment process

Steve always had a very clear idea about what he looked for in candidates. While hiring, Steve saw something in an applicant that nobody else would have assessed. His intuitive skills went far in finding, judging and hiring the best talent on board. His choices were exceptional and so has his name even today.

Hiring process is a difficult one for every HR manager. However, dwelling into disappointments can cease the innate power to be creative and passionate. As a HR leader, employer, recruiter, you may not get enough time to make an entire recruitment process successful. However, you can certainly conduct meetings which are directed towards new ways to evaluate candidates. May be a new HR software, Applicant Tracking System, or video interviews. Create a set of questions which your competitors will not ask. Seek that one different thing in your candidate besides his skills, that can call him or her the right fit for your organization.

  • Talented people know other talented people

Steve often brought this saying into this work actions, “Make sure there are only a few B-players and maximum are A-players.” One of the greatest sources to ensure you are hiring the A-players is the existing employees. The already talented employees would only recommend talented candidates. With the advent of employee referral schemes, you can now grow a network of best talent without having to invest much effort.

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Steve Jobs was revered as the “Father of the Digital Revolution”, as he opened a gateway of innovation for many. With his entrepreneurial success for over 3 decades, the young employers can not only learn to become great employers but also great managers, and leaders; who possess the ability to think out of the box, a never-dying to spirit to work with best talent and enthusiasm to accept failures a part of great learnings.

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